Mental Health Parity and Addiction Equity Act
Join ClearPath for the next Clear60 event as we discuss the recent amendments to the Mental Health Parity and Addiction Equity Act by the Consolidated Appropriations Act, 2021, and how these changes impact employers and their employees.
The purpose of the MHPAEA is to ensure that plans and issuers treat mental health and substance use disorders the same as major medical benefits by not imposing restrictions that do not apply to other benefits. During this session, we will discuss:
- The comparative analysis and written report requirement
- Responding to requests for or challenges to the comparative analysis
- DOL tool available to determine if these benefits have parity
- Participant disclosures
- Enforcement actions and penalties for violation
Lorie MaringPartner, Atlanta
Lorie is a partner in the Atlanta office and a member of the Employee Benefits Practice Group. She has extensive experience in all areas of employee benefits, including health and welfare programs, qualified and non-qualified retirement plans and executive compensation. She routinely advises employers, including non-profit and government employers, trade associations and employee benefit insurance and risk management consultants on the complex compliance and day-to-day issues arising under ERISA and other state and federal laws governing employee benefit plans and programs.
Lorie also advises employers on compliance issues involving the Health Insurance Portability and Accountability Act (HIPAA) and Affordable Care Act (ACA), employment tax, the employee benefits and executive compensation aspects of mergers and acquisitions, and handling IRS and DOL audits and ACA penalty assessments.
Lorie joined the Atlanta office of Fisher Phillips in 2014 after practicing employee benefits law at both full-service, international law firms and one of the largest employee benefits law firms in the Southeast.
- ERISA Plan Documents: What Employers Need To Know
- Jul 12 2022
- 2:00 pm - 3:00 pm